Pulsd — 4 certified H-1B filings (FY2017–FY2026)
- 1
- Filings · FY2023
- $140k
- Median base · FY2023
- Chief Technology Officer
- Top role · 4 all-time
- NY
- Top state · 4 all-time
Pulsd filed 1 certified H-1B LCAs in FY2023, with a median base salary of $140k and the middle 50% of offers between $140k and $140k. Across all years it has 4 certified filings since FY2017, most often for Chief Technology Officer in New York.
How much does Pulsd pay H-1B workers?
Certified base salary by fiscal year: each box is the p25–p75 range, the heavy line the median, the whiskers reach p10–p90. $140k median in FY2023. Base pay only — hover a year for its figures.
How has Pulsd's H-1B hiring changed by year?
1 certified filings in FY2017 → 1 in FY2026. The change column is each year against the one before.
| Fiscal year | Filings | vs prior FY | Median base |
|---|---|---|---|
| FY2026 | 1 | 0% | $161k |
| FY2023 | 1 | 0% | $140k |
| FY2020 | 1 | 0% | $140k |
| FY2017 | 1 | — | $90k |
Which wage levels does Pulsd file?
DOL prevailing-wage levels I–IV approximate experience tiers (I = entry, IV = fully competent). 75% of Pulsd's filings sit at Level III–IV. A heavy I–II skew reads as entry-level or contractor-style hiring; a heavy IV skew as senior in-house roles — and higher levels earn more lottery entries.
Share of 4 filings with a wage level · all years
- Level I25.0%1
- Level III50.0%2
- Level IV25.0%1
What jobs does Pulsd sponsor for H-1B?
The most-filed job titles across all years (DOL titles, employer pay-grade codes stripped), with base-salary percentiles.
| Job title | Filings | Median base |
|---|---|---|
| Chief Technology Officer | 4 | $140k |
Where does Pulsd hire H-1B workers?
Worksite states on the certified filings, all years. Deeper pink = more filings; hover a state for its figures.
| State | Filings | Median base |
|---|---|---|
| NY | 4 | $140k |
What has Pulsd filed recently?
Every certified LCA on record for Pulsd: job title, worksite, prevailing-wage level and the offered base salary.
| FY | Job title | Base salary |
|---|---|---|
| 2026 | Chief Technology Officer | $160,850 |
| 2023 | Chief Technology Officer | $140,000 |
| 2020 | Chief Technology Officer | $140,000 |
| 2017 | Chief Technology Officer | $90,000 |
Common questions about Pulsd's H-1B filings
- How much does Pulsd pay H-1B workers?
- Pulsd's median certified H-1B base salary is $140k (FY2023), from 1 filings. See the full salary distribution and percentiles above.
- How many H-1B workers does Pulsd sponsor?
- Pulsd has 4 certified H-1B Labor Condition Applications on record (FY2017–FY2026).
- What jobs does Pulsd sponsor for H-1B?
- Pulsd's most-sponsored H-1B roles include Chief Technology Officer.
- Where does Pulsd hire H-1B workers?
- Pulsd's top H-1B worksite states are NY.
- Does a certified LCA mean an H-1B visa was approved?
- No. A Labor Condition Application (LCA) is the Department of Labor attestation an employer must have certified before filing an H-1B petition with USCIS. It records the job, worksite and offered wage, but not whether the petition was filed, selected in the lottery, or approved. Filing counts measure intent to sponsor, not headcount.
- What salary do these figures show?
- The base annual wage offered on the certified LCA, converted to a yearly amount. Bonus, equity, overtime and benefits are not included, so total compensation is typically higher. Figures are medians and percentiles over certified filings; wages above $5,000,000 a year are excluded as data-entry errors.
- What do prevailing-wage levels I–IV mean?
- The Department of Labor assigns each LCA an OES wage level from I (entry) to IV (fully competent) for the occupation and area. Under the FY2027 wage-weighted H-1B lottery rule, a higher level earns more selection entries, so an employer's level mix is a proxy for how senior its sponsored roles are.
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Source: U.S. Department of Labor, Office of Foreign Labor Certification — certified LCA disclosure data through June 2026 (FY2017–FY2026). An LCA is not an approved visa; pay figures are base salary and exclude bonus and equity. Methodology →